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Founded Date September 24, 2001
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Company Description
Dallas Employment Lawyers
Rob Wiley, P.C. is a Dallas law office representing employees in suits against companies. Typical cases include work discrimination, retaliation, unpaid or mispaid salaries, and failure to offer advantages like medical leave or affordable accommodation. We have been representing workers because 2000 and have assisted thousands of Dallas employees.
Our office is staffed by six lawyers focused exclusively on employment law. We office out of a restored Victorian mansion initially integrated in 1910. We lie in the State-Thomas area of Uptown Dallas.
If you are looking for a work legal representative to represent you in a legal conflict, please call us.
Having practiced employment law for more than a years, Rob Wiley understands it can be difficult to find a certified employment lawyer in Texas. Most of our customers have never ever needed to hire a lawyer before. We advise you ask these 10 questions to find the best employment legal representative for you:
What percentage of your practice is dedicated to employment law?The Law Office of Rob Wiley, P.C. devotes nearly all of our practice to work law.
Do you usually represent employees or organizations? More than 99% of our customers are workers. Our Dallas employment attorneys strongly argue for enforcing and expanding worker rights. Because we do not represent companies, we are not interested in losing company clients by passionately fighting for workers.
Are you a Texas lawyer who is Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization? Yes. The Texas Board of Legal Specialization has actually licensed Rob Wiley as a Specialist in Labor and Employment Law.
Does your law office have the essential resources to handle my case? Yes. With 7 dedicated full-time lawyers in Dallas, we have the resources to handle most cases.
Are you a solo practitioner or does your company staff member numerous lawyers that can assist with my case? We are a genuine law company that interacts as a group.
What do other work attorneys think of you? Rob Wiley, Dallas work legal representative, has an outstanding credibility. Mr. Wiley is an elected member of the Dallas Bar Association’s Employment Law Council, is the past president of the Dallas-Fort Worth Employment Lawyers Association, has actually been called a Texas Super Lawyer by Thompson Reuters every year because 2014, called a Super Lawyers Rising Star from 2012-2013, and has actually been invited to speak at different lawyer training conferences throughout the United States and internationally.
Have you ever been reprimanded or disciplined by a bar association? No. You can verify attorney disciplinary history at www.texasbar.com.
Will you meet me face-to-face for the preliminary consultation? Yes. We highly advocate for face-to-face meetings. Most work cases are intricate. Our Dallas employment attorneys wish to consult with you face to face to have a significant discussion about your case.
Will I fulfill a real lawyer for my initial consultation? Yes. Unlike numerous law firms, we do not utilize paralegals or non-lawyer staff for preliminary assessments.
Do you charge a preliminary consultation fee? If not, why not? Yes, we charge a consultation cost. By charging a speak with fee, we drastically reduce the number of preliminary assessments. This allows us to have an attorney present at every initial assessment. It also guarantees that the customers we see are severe about their case. We believe that most respectable employment attorneys charge for a preliminary assessment. In our opinion, employment attorneys who do not charge for a preliminary speak with are normally not great.
The Law Office of Rob Wiley, P.C. represents staff members in a variety of conflicts with their companies. A number of our cases are before state and federal firms like the EEOC, the Department of Labor, or the Texas Workforce Commission. Other cases are submitted in state or federal court. Although most of our cases are specific cases, we likewise represent employees in class or cumulative actions and intricate litigation.
Discrimination is prohibited under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Age Discrimination in Employment Act, the Pregnancy Discrimination Act, and other state and federal laws. In our experience, it is crucial to hire a lawyer before suing with any government agency such as the Equal Employment Opportunity Commission (EEOC). We frequently represent employees before government firms and in court.
It is unlawful for a company to allow a hostile work environment under several state and federal laws. Generally, a hostile workplace happens when a staff member experiences extreme or prevalent harassment. For instance, a manager who sexually bothers a subordinate can develop an illegal hostile workplace. Similarly, usage of the “n-word,” ridiculing a disabled worker, or demeaning a staff member’s spiritual beliefs might produce a hostile work environment.
It is prohibited for a company to strike back versus a staff member for exercising workplace rights. This can include retaliation for complaining about discrimination, harassment, workplace security, unpaid overtime, or union arranging. Retaliatory acts consist of termination, failure to promote, or pay cuts. Retaliation can likewise consist of harassment or bullying developed to deter other employees from making complaints or doing something about it versus the employer. Employees who understand financial or federal government scams might have special whistleblower protections. Our law workplace represents whistleblowers in before the SEC, FINRA, and OSHA. We also represent whistleblowers in federal court actions worrying grant fraud, Medicare/Medicaid fraud, and defense contracting fraud.
Every year employers in the United States underpay their staff members by billions of dollars. Most American workers are eligible to be paid (1) base pay which is currently $7.25 per hour, and (2) overtimes incomes of one-and-one-half times their routine per hour rate. Working off the clock, including over lunch or after hours, is generally prohibited. Only certain top-level supervisors, administrators, and experts might be paid a salary in lieu of overtime. The exceptions are couple of and referall.us far in between.
While lots of staff members are considered tipped employees and are paid $2.13 per hour, overall settlement needs to be at least $7.25 per hour, including suggestions. Additionally, companies must pay tipped employees $5.12 rather of $2.13 or $3.20 when working overtime. It is unlawful for a dining establishment to need tipped staff members to pay breakage costs, strolled tabs, or share ideas with kitchen staff, janitors, or management.
Employees who get approved for family and medical leave are entitled to as much as twelve weeks of leave. Leave can be for the care of a spouse, moms and dad, or child. Employees can likewise take individual medical leave for their own serious medical condition. Importantly, leave can be taken in blocks or on a periodic, as required basis. Employers can not strike back versus staff members who are seeking leave, have departed, or are returning from leave. After taking leave, a staff member should be returned to the exact same or a comparable position.
Under the Americans with Disabilities Act (“ADA”) a company must offer a disabled staff member with affordable accommodations. if it would allow the staff member to perform the necessary functions of the task. Reasonable lodgings might consist of, modifying work schedules, short-term leave, working from home, or changing job duties.
The deadline to file an employment claim can be exceptionally brief. If you are experiencing issues in your office or have been fired, call our workplace immediately.